Executive Space

Your place to talk about talent management and all that it entails.

Posts by:

Eva Silva Hermo

Employer branding as a key factor in attracting talent

The risks of neglecting employer branding and its impact on talent attraction and retention

A recent LinkedIn survey by Servitalent reveals a concerning reality: 45% of respondents say their company does not prioritize investment in employer branding, while 23% admit that although some efforts exist, there is still significant room for improvement.

At a time when attracting and retaining talent has become one of the biggest challenges for companies, can they really afford to keep ignoring the impact of their employer brand?

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Professional image of executives and leaders in action, representing Servitalent’s expertise and commitment to executive search and talent acquisition.

Executive search vs. traditional recruitment: understanding the key differences

Executive search, also known as headhunting or executive recruitment, is a specialized HR service focused on identifying, evaluating, and hiring top-level professionals for strategic leadership positions. Unlike traditional recruitment, this proactive process doesn’t rely on job ads, but instead seeks out candidates who, even if they are not actively looking for a job, could bring exceptional value to the organization.

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10 common Employer Branding mistakes your company should avoid

Employer branding has become an essential tool for attracting, retaining, and motivating the right talent within any organization. However, not all companies succeed in implementing an effective strategy. In this article, we explore the most common pitfalls to avoid in ensuring that your employer branding strategy creates a positive and lasting impact.

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Shrinkflation and executives: the danger of "saving" on leadership capability

Shrinkflation is a term that has gained significant relevance in recent times. It refers to the practice of reducing the size or quantity of a product without changing its price, a strategy companies use to cope with rising costs without consumers easily noticing. However, with a bit of creative license, this concept isn’t limited to consumer products; it can also be applied, with serious consequences, to organizational structures.

When a company reduces its investment in executive talent, expecting the same results with fewer resources, it faces a corporate version of shrinkflation. This approach involves diminishing the strategic and operational capabilities of its leaders without an immediate visible adjustment, but with long-term effects that are strongly felt.

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